Facilitators: Alyce Johnson, MIT OHR Manager of Diversity and Inclusion Anna Giraldo Kerr, President Shades of Success, Inc. Conexión Cohort V THANK YOU Leadership Sponsors 2014 Lead Sponsor Non-profit leader scholarships Premier Sponsor Founding member Our national media partner 2 THE BIG IDEA “The dominant factor in the next two decades is not going to be economics or technology. It will be demographics.” Peter Drucker 3 THE TIPPING POINT “…transformation from a mostly white baby boomer culture to the more globalized multiethnic country that we are becoming.” William H. Frey, senior demographer at the Brookings Institution 4 OUR MISSION To create a pipeline of Hispanic/Latino leaders who understand the implications of the responsibilities that the nation’s changing demographics have thrust upon them. 5 THE WAY FORWARD Conexión's Focus § nexus between the rising Hispanic/Latino demographic and the sustainability of the US economy § finding , keeping and developing the best talent, which is at the heart of any successful enterprise 6 UPCOMING EVENTS April 29th – ALPFA Law at Liberty Mutual - Nestor Ramirez CNXN mentor moderating panel May 3rd - Alumni & Friends Second Annual Gathering Boston College, 2101 Comm. Ave. Brighton Food, music, bring family & friends May 20th Powermeter 100 May 20th at the MFA, discount Including CNXN alumni mentor Richard Chacon, WBUR Karina Arnaez – MIT, Evelyn Barahona – Quality Interactions, Phyllis Barajas 7 OBJECTIVES • Learn what a micro message is and its impact • Identify ways to manage micro inequities in your organization • Learn tools to manage own biases • Enhance your leadership skills through micro messages 8 MICRO MESSAGES • • • • • • • Small, subtle gestures Non-verbal / verbal Unconscious / conscious Body language Facial expressions, hand gestures, eye contact Silence, omission Have a cumulative effect. 9 MICRO MESSAGES ECOSYSTEM Bystander Sender Receiver Shades of Success, Inc. © 2013 10 BIAS Bias is the sorting and filtering part of our brains Bias • Can be positive or negative • influences our attitudes and judgment - good and bad • Is often unconscious • Can lead to stereotyping Most of us intend to be fair We hold conscious and unconscious stereotypes and prejudices Our biases influence our evaluations of people 11 MICRO INEQUITIES: NEGATIVE MICRO MESSAGES “apparent small events, which are often ephemeral and hard to prove; events that over covert, often unintentional, frequently unrecognized by the perpetrator.”* § Coined by our colleague, Dr. Mary Rowe in 1973 § Focuses on the subtle, usually subconscious messages sent that have an devaluing, impairing effect. The make people feel isolated, invisible, and incompetent. § Micro aggressions are a subset of racial and ethnicity-based micro inequities The effects of micro-inequities are endemic: 1. Have a sabotaging, marginalizing effect that translates into low morale, underperformance and high turnover. 2. It costs corporations $64Billion dollars in voluntary turnover – Corporate Leavers 2007 Survey by Freada Kapor Klein. 3. Have physiological effects– research confirms when faced with social rejection, the brain releases natural painkillers. *Mary Rowe, MIT Sloan School of Management, Adjunct Professor of Negotiation and Conflict Management – MIT Ombudsperson 12 MICROINEQUITIES VS. MICROAGGRESSIONS • The term was coined by Dr. Chester • • • • M. Pierce in 1970 Are a subset of microinequities Definition: verbal or nonverbal indignities, intentional or unintentional, which communicate hostile, derogatory, or negative racial slights and insults. Taxonomy developed to document instances of racially based events. Later expanded to gender, ethnicity and sexual orientation. Microaggressions Microinsult (Often Unconscious) Microinvalidation (Often Unconscious) Microassault (Often Conscious) Source: Sue, D. W., et al (2007). Racial microaggressions in everyday life. American Psychologist 13 MICRO INEQUITIES: GROUP EXERCISE • Spend a few minutes reviewing an example when you may have experienced a micro inequity. Take turns discussing in smaller groups: • Brief description of event (who, when, what was said/ done) • How did the event make you feel? • What was your role (sender, receiver, bystander)? • Select one micro inequity to share with the group 14 MICRO AFFIRMATIONS: POSITIVE MICRO MESSAGES apparently small acts, which are often ephemeral and hard to see… often unconscious but very effective, which occur whenever people wish to help others to succeed * Are well crafted and constructive micro messages that have a powerful positive effect. They make people feel valued, supported and included. Micro-affirmations counter micro-inequities in three ways: 1. The two cannot take place simultaneously 2. The positive effect of micro-affirmations tends to snowball and mitigate the effects 3. Micro-affirmations model behavior and positive outcomes that others can see and easily replicate *Mary Rowe, MIT Sloan School of Management, Adjunct Professor of Negotiation and Conflict Management - MIT Ombudsperson 15 MICRO AFFIRMATIONS: GROUP EXERCISE • Spend a few minutes thinking about a time when you may have experienced a micro affirmation. • Take turns discussing in smaller groups: • Brief description of event (who, when, what was said/ done) • How did the event make you feel? • What was your role (sender, receiver, bystander)? • Select one micro affirmation to share with the group 16 MICRO MESSAGES ACTION PLAN 1. What is the one take away from this workshop? 2. What unconscious biases might be influencing your ability to be an effective leader? 3. What can you do if you experience micro inequities? 4. What can you do if you observe micro inequities in your organization? 17 MICRO MESSAGES ACTION PLAN: SENDER 1. Unconscious bias self assessment 1. Implicit Association Test Link to Project Implicit: https://implicit.harvard.edu/implicit/ 2. Peer discussion 3. 360 Assessment 2. Become aware – Use Ladder of Inference 3. Strengthen your cultural competence skills 18 MICRO MESSAGES ACTION PLAN: RECEIVER 1. Unconscious bias self assessment 1. Implicit Association Test Link to Project Implicit: https://implicit.harvard.edu/implicit/ 2. Peer discussion 3. 360 Assessment 2. Become aware – Use Ladder of Inference 3. Keep a journal 4. Discuss with mentor, peers, HR – trusted parties 19 MICRO MESSAGES ACTION PLAN: BYSTANDER 1. Unconscious bias self assessment 1. Implicit Association Test Link to Project Implicit: https://implicit.harvard.edu/implicit/ 2. Become aware – Use Ladder of Inference 3. Keep a journal 4. Decide if, when and how to intervene 1. Discuss with mentor, peers, HR – trusted parties 2. Direct vs. indirect approach 20 Next -me I see Joe, I m going to tell him how roNen it is that he is disrespec-ng the team s prac-ces. ACTION Ac-ons Next -me I see Joe, I m going to ask him if there s anything going on keeping him from being prompt. Maybe I can help out. ACTION Joe cannot be counted on. BELIEF Beliefs Joe doesn t respect the team. BELIEF If he thought team mee-ngs were important, he d be here. ASSUMPTION Assump-ons Meanings Joe doesn’t manage -me well. MEANING Selected Data Joe doesn t show up on -me for team mee-ngs. SELECTED DATA Observable Data Joe s been late for three team mee-ngs. We should cut Joe some slack. BELIEF Joe is under a lot of pressure. BELIEF If Joe were able to get to team mee-ngs on -me, he would. ASSUMPTION Something must be preven-ng Joe from being on -me. MEANING Joe s promptness at team mee-ngs has changed. SELECTED DATA 21 Please refer any questions or comments about this material to: Anna Giraldo Kerr at [email protected] or Alyce Johnson at [email protected]. If you want to share your story and contribute to the collection of micro messages (in English or Spanish) that will be the foundation of my upcoming book and articles, please visit: Managing Micro Inequities (http://www.managingmicroinequities.com) and click on Submission Form. All stories will be reviewed and posted anonymously. Thanks! ¡Muchísimas Gracias! 22
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